$11)$ Please answer the question: When it comes to recruitment methods, which statement is false? $(**$Please choose the correct answer from $($A$-$F$)$ listed below.

A$)$Employers who use narrowly targeted outlets to distribute job openings, such as a foreign$-$language newspaper or an obscure website, should use these outlets in addition to other media that reach a broader spectrum of employees.

B$)$Employers should use multiple recruitment methods, such as want ads, employment agencies, internet postings, and word of mouth.

C$)$The wording of want ads, internet postings, and other types of job announcements must be neutral and not express or imply a preference for some protected class group over another.

D$)$Employers should create written job announcements and disseminate them, instead of verbally relaying such information to a small group of people or relying on nepotism.

E$)$Employers should not request that employment agencies refer only employees with particular protected class characteristics,

F$)$Employers should ask employment agencies information about protected class characteristics of referrals, especially those that would be improper for them to obtain directly.

$12)$Please answer the following: The language below was generated by ChatGPT after it was asked to what advice it had for people in charge of corporate diversity programs in light of the SFFA v$.$ Harvard case, which essentially banned most college Affirmative Action policies. The individual has to read this AI generated language listed below tell us anything that the individual would add to this advice. If the individual can't think of anything, tell us two or three questions they have and$/$or any inaccuracies they find. $(**$A $1$ paragraph analysis is sufficient$).$

Summary of Corporate Advice Post$-$Harvard v$.$ SFFA Decision: The Supreme Court$$s decision in Students for Fair Admissions, Inc. v$.$ President & Fellows of Harvard College $($June $29,2023)$ declared it unconstitutional for colleges and universities to consider race in admissions. While this ruling directly affects educational institutions, it indirectly impacts corporate diversity, equity, and inclusion $($DEI$)$ programs at privately owned companies.

Key Impacts on Corporate DEI Programs: $($at privately owned companies$),1)$ No Direct Legal Impact: The decision does not directly alter Title VII, which governs employment practices in the private sector. However, it influences broader legal interpretations and challenges to DEI initiatives$\mathrm{.}2)$ Recruitment Challenges: Companies may struggle to maintain a diverse talent pipeline as universities implement race$-$neutral admissions, potentially reducing diversity among graduates. $3)$ Increased Legal Challenges: The decision could lead to more "reverse discrimination" lawsuits, where non$-$minority individuals claim discrimination. Employers should ensure DEI programs comply with existing laws to avoid such claims. $4)$ Review DEI Initiatives: Employment Decisions: Ensure decisions are based on legitimate business reasons, not race or protected characteristics. Sponsorship and Mentoring Programs: Make these programs inclusive to mitigate legal risks. Affinity Groups: Consider opening these groups to all employees to reduce potential legal challenges. Interview Slates: Practices like the Rooney Rule remain acceptable as they aim to reduce bias without mandating race$-$based hiring.

Monitor Legal Developments: Stay updated on legal changes and consult legal experts to ensure DEI programs are compliant and defensible. $5)$ This decision underscores the need for employers to implement DEI programs thoughtfully and lawfully to avoid litigation and continue promoting workplace diversity.